< Back to School Policy Hub Pubic Lice What is Public Lice? How It's Spread Symptoms Getting Tested Testing Positive What is Pubic Lice? Public lice are parasitic insects found primarily in the pubic or genital area of humans. They occur in all ethnic groups, races, and levels in society. They have three forms: the egg, aka a nit, the nymph, and the adult. Nits Nits are lice eggs. They can be hard to see and are found firmly attached to the hair shaft. They are oval and usually yellow to white. Pubic lice nits take about 6–10 days to hatch. Nymph The nymph is an immature louse that hatches from the nit. It looks like an adult pubic lice but it is smaller. They take about 2–3 weeks after hatching to mature into adults capable of reproducing. Nymphs feed on blood to live. Adult The adult pubic louse resembles a miniature crab when viewed through a strong magnifying glass. They have six legs. Their two front legs are very large and look like the pincher claws of a crab. This is a reason why they’ve gained the name “crabs.” Adults are tan to greyish-white in color, rather than the yellow from birth. Females are usually larger than males. To live, lice must feed on blood. If they lose contact with the human, they die within 1 - 2 days. How It's Spread Pubic lice are spread through sexual contact and are mostly transferred between two adults. If a child has pubic lice, they often have experienced some sort of sexual abuse or exposure. Occasionally, it can be spread by close contact or clothing, bed linens, and towels that came in contact with an infected person. Pubic lice are not spread by toilet seats. Only on extremely rare occasions can this ever happen. Their feet are not designed to hold on or walk on smooth surfaces like that and will likely die before there’s even a chance. Symptoms Symptoms that you may have pubic lice are itching in the genital area or seeing visible nits and crawling lice. These can be seen in pubic hair or other coarse hair, like armpits, beards, eyebrows, eyelashes, and mustaches. Lice found in hair are not the same thing as pubic lice. Animals cannot and will not spread pubic lice. You can also have eye irritations, which are most commonly seen in children and can lead to pink eye. This means that there are pubic lice on the eyelashes. Discolored skin may also occur, which can develop where pubic lice have been feeding on regularly. Secondary infections are also a symptom of public lice. You may scratch yourself raw and these wounds can be infected in the process. Getting Tested Testing for pubic lice is pretty easy. All you have to do is have a visual examination of your pubic area and your doctor can tell relatively quickly. Lice eggs are also an indication of an infestation. They can cling to hairs and be present, but not alive, even after you’ve undergone successful treatment. Most times you don’t even need to go to get a diagnosis or get a prescription. You can just go to a drugstore or a doctor (your preference) and get an over-the-counter pubic lice treatment. If you have pubic lice, you should also get tested for other sexually transmitted diseases. Click here to find a local testing center. Testing Positive The first thing to remember is that this is nothing to be ashamed of. Three million people in America are diagnosed yearly. There are many different types of treatments that are available. They are easy to use and come in gels, shampoos, liquids, and foam. Follow the directions in the package carefully. If you have pubic lice in your eyelashes or eyebrows, you may need to get an ophthalmic-grade petrolatum ointment that only your doctor can provide. If you’re breastfeeding or pregnant, you must consult your doctor before using any treatment. Anyone you’ve gotten intimate with should also treat themselves at the same time so that it isn’t passed back and forth. Always use freshly cleaned towels, clothes, and bedding after your treatment. It is important that BOTH of you finish your treatment and don't have sex until you're sure all of the nits, nymphs, and adults are gone. You may need to repeat treatment 9-10 days later. For real, getting frisky can wait. Willingly risking your or your partner's sexual health isn't sexy. Peace of mind is sexy. Always make sure to listen to your doctor to effectively get rid of pubic lice.

< Back to School Policy Hub Homosexuality In Ancient China Introduction China is one of the oldest countries in the world, with a history spanning more than 5,000 years. So why is it that you don’t hear much about homosexuality and queer relationships in China? Part of that has to do with the culture of ancient China and Western influences that erased the history of gay people. Similar to the rest of the world, gay people have always existed—the difference is how societies dealt with their queer history. So let’s talk about the queer history of ancient China! Records of Homosexuality "Woman Spying on Male Lovers" (Image Source: Chinese Sexual Culture Museum) Similar to homosexuality in ancient Greece, same-sex rituals and activities occurred in China between men of different socioeconomic classes. It was not looked at the same way our modern world perceives sexuality. It was part of the culture but not widely discussed. One Western chronicler, Galeote Pereira, recorded instances of prostitution in Beijing where young men were bought and taught the art of dance, music, and other skills related to being a host, similar to geishas in Japan. Due to China being very patriarchal, records were essentially all written by men for men, so records of same-sex relationships between women were scarce, if not non-existent. Factors of Same-Sex Relationships When it came to the power balance of same-sex relationships between men, the hierarchy was dictated by three different factors: gender, age, and status. Women were already seen as socially inferior to men at this time, so when relationships occurred between two men, other factors such as age and status determined the roles in both a sexual encounter and social encounter. It was not always a romantic relationship—there were instances of political marriage. What is a "Cut Sleeve?" An illustration of Dong Xian and Emperor Ai depicting the story of Passion of the cut sleeve (Image Source: Wikimedia Commons) The term “cut-sleeve,” or duàn xiù, was coined by historians based on the story of the late Emperor Ai of the Han Dynasty. The story goes that Emperor Ai had a lover named Don Xian. One afternoon, in order to not disturb the sleeping lover on his arm, Emperor Ai cut off the sleeve from his robe. Thereafter the term “cut-sleeve” was used by historians as a euphemism for men loving men. The term 斷袖之癖 (duàn xiù zhī pǐ) translates to “the passion of the cut sleeve.” Being Gay in Modern China Despite the somewhat cute story behind the term “cut-sleeve,” having one of the largest dating apps geared towards gay and bisexual men, and claiming to support same-sex rights at the UN, China is still a difficult place to live for LGBTQ individuals. While there are organizations and cities known to be LGBTQ-friendly, there is still a stigma around the topic of queer people in China. Even with the younger generation being more accepting, advocates in China still face obstacles from the government and older generations, so the fight for the queer community in China is still ongoing. But, one last reminder for everyone: there have been and always will be queer people in China, changing the world one separated sleeve at a time. References Daily JSTOR. (2020, June 10). In Han Dynasty China, Bisexuality Was the Norm . Deck, A., & Yang, W. (2021, August 27). To survive, China's biggest gay dating app became a pharmacy. Rest of World . https://restofworld.org/2021/china-bluecity-healthcare-dating-apps/ Hinsch, B. (1990). Passions of the Cut Sleeve: The Male Homosexual Tradition in China . University of California Press. https://www.amazon.com/Passions-Cut-Sleeve-Bret-Hinsch/dp/0520078691

< Return to Open Positions Survey Program Manager We recommend reading more about our task forces before starting your application. Please select the following option below: Survey Program Manager Position Title Please select the requested option Want to apply for a different position? Click here to browse what's available. Have a question about open positions? Contact us at: careers@prismfl.org PRISM relies on the dedicated contributions of volunteers to further its initiatives. The Survey Program Manager oversees the Surveying Department within our Research Task Force. Currently, this is an unpaid volunteer position. What you get : An opportunity to make a difference in the LGBT community, improve your leadership skills, a chance to make an impact, and a new experience to add to your resume. Responsibilities : Coordinate and develop community needs assessments and other surveying programs Oversee data analysis and reporting of survey data collected by PRISM Coordinate the content, formal review, distribution, promotion, analysis, and reporting of all surveying within PRISM Manage and expand the Survey Participant listserv Qualifications : Institutional review board (IRB) training (preferred) Experience conducting surveying and studies involving human beings Experience with data analysis/statistical reporting Exposure to LGBT issues, sexual health/public health, or gender and sexuality PRISM is an Equal Opportunity Employer. We will consider applicants for this position without regard to race, color, religion, creed, ethnicity, national origin, sex, age, gender identity or expression, sexual orientation, marital status, HIV and/or STI status, disability, genetic information, veteran status, or any other status or condition protected by applicable federal, state, or local law. Women, people of color, LGBTQ+ people, young people, and members of other historically disenfranchised populations are strongly encouraged to apply. Next

< Return to Open Positions Fundraising Director We recommend reading more about our task forces before starting your application. Please select the following option below: Fundraising Director Position Title Please select the requested option Want to apply for a different position? Click here to browse what's available. Have a question about open positions? Contact us at: careers@prismfl.org PRISM requires a constant influx of funding to carry out our mission. The Fundraising Director oversees our Fundraising Task Force. Currently, this is an unpaid volunteer position. What you get : An opportunity to make a difference in the LGBT community, improve your leadership skills, a chance to make an impact, and a new experience to add to your resume. Responsibilities : Develop and plan fundraising initiatives (securing venues, coordinating outreach and promotion, organizing volunteers and tasks, etc.) Coordinate grant writing and applications Manage donor relationships and documentation Secure special gifts and endowments Coordinate community service and attendance logs with other Task Force Directors and Volunteer Managers Qualifications : Experience coordinating fundraising events Experience managing record-keeping for donations, special gifts, and endowments Experience writing grant proposals and proven success in securing grant funding Experience with GAAP accounting preferred PRISM is an Equal Opportunity Employer. We will consider applicants for this position without regard to race, color, religion, creed, ethnicity, national origin, sex, age, gender identity or expression, sexual orientation, marital status, HIV and/or STI status, disability, genetic information, veteran status, or any other status or condition protected by applicable federal, state, or local law. Women, people of color, LGBTQ+ people, young people, and members of other historically disenfranchised populations are strongly encouraged to apply. Next

< Back to School Policy Hub Employment Discrimination What is Employment Discrimination? Timeline (1953-2021) Legacy What is Employment Discrimination? According to the National LGBTQ Workers Center, “ 4.5% of the population identifies as lesbian, gay, bisexual, or transgender” meaning that this legislation has the possibility of affecting nearly 14,769,000 people nationwide. (Image Source: Drew Angerer / Getty Images) The U.S. Equal Employment Opportunity Commission states that employment discrimination involves unequal treatment, harassment, denial of a reasonable workplace change, improper questions regarding disclosure, or retaliation on the basis of “race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, disability, age (age 40 or older), or genetic information.” While it may seem like a victory that should’ve been granted years ago, it was just as recently as June 2020 that the U.S. Supreme Court ruled that the 1964 Civil Rights Act protects employees who identify as part of the LGBTQ+ community from discrimination based on sex. The 6-3 ruling was an enormous victory for the LGBTQ community, especially in light of the presidential administration, led by President Donald Trump, siding with employers who were said to be discriminating against employees due to their identity. This win comes after a long and hard battle of employment discrimination that has affected the LGBTQ+ community for years. Historically, homosexuality, along with other sexual and gender identities, has been used as justification for firing individuals and discriminating against them in the hiring process by giving the job to another candidate instead, despite other qualifications. The list of instances where individuals were discriminated against in the workforce solely due to their LGBTQ+ identity is a long and tiring one involving a plethora of court cases and governmental acts. The LGBTQ+ community has continuously fought for years for protection in the workplace, and even in light of recent victories, the fight is far from over. Timeline April 1953 : President Dwight D. Eisenhower passed an executive order stating that gay people were banned from holding federal positions. Under this order, homosexuality was placed under the category of sexual perversion. Eisenhower’s executive order was in place for nearly 20 years. July 1975 : A bill was introduced by the federal government that would prohibit any form of discrimination based on sexual orientation. This was the first bill of its kind introduced. Unfortunately, it was never considered by the judiciary committee. However, homosexual workers were no longer instantly declined from federal positions. Don't Ask, Don't Tell was repealed in 2011 under President Barack Obama (Image Source: Justin Sullivan/Getty Images) February 1994 : Clinton passed the DADT (Don’t Ask, Don’t Tell) Act, which allowed gay men and women to remain in the military as long as they kept their sexuality hidden. Despite its intentions to protect, tens of thousands lost their positions. September 2011: President Barack Obama took action to repeal DADT (Don’t Ask, Don’t Tell). While its repeal was beneficial, close to 12,000 individuals who were in the military were discharged after they decided not to suppress and hide their sexuality. March 2020 : The White House staff passed a policy prohibiting transgender individuals from serving in the U.S. Military. Their argument on the permissibility of this policy was that the treatments transgender individuals receive, such as hormone therapy, may hinder their ability to serve and impact their readiness and ability to complete their duties. June 2020: The U.S. Supreme Court ruled that the 1964 Civil Rights Act protects employees who identify as part of the LGBTQ+ community from discrimination based on sex. The ruling won with a 6-3 majority to protect LGBTQ+ individuals in the workplace. The ruling of Bostock v Clayton County was, therefore, a huge win as the LGBTQ+ community’s employment rights are now included in the protections of the Civil Rights Act of 1964, which also protects people based on race, color, religion, sex, and ethnicity. Gerald Bostock (Source: AFP via Getty Images) Bostock was a gay man working in Clayton County. He received great reviews and evaluations as a child welfare service coordinator. After years of working for the company, Bostock became involved in a gay softball league that was looked down upon by his employees. While in a meeting, a colleague of his mentioned sexuality in front of the supervisor of the company. Shortly after, Bostock received word from the county that he had been fired for “conduct unbecoming of its employees.” Bostock filed a charge with the Equal Employment Opportunity Committee (EEOC), claiming that he faced discrimination from the county based on his sexual orientation. After appealing through multiple courts, his case was finally heard by the Supreme Court, which ruled in Bostock's favor. January 2021 : On the 21st of January, President Biden passed an executive order titled “Preventing and Combating Discrimination on the Basis of Gender Identity and Sexual Orientation.” This executive order prohibits employers from discriminating against current or potential employees based on sexual or gender identity. The president explains that children should have access to bathrooms and sports regardless of identity, and adults should feel confident that they will not lose their job due to prejudice. The foundation of this orde r is based on the Constitution and backed by Bostock vs Clayton, in which “the Supreme Court held that Title VII’s prohibition on discrimination “because of . . . sex” covers discrimination on the basis of gender identity and sexual orientation.” This order strengthened protections for the LGBTQ+ community in the workplace and other environments. President Biden signing executive order to strengthen protections for LGBTQ+ employees against work place discrimination. (Image Source: The Washington Post) Only a few days later, on January 25, 2021, President Biden signed an executive order ( Enabling All Qualified Americans to Serve Their Country in Uniform ), which reversed Trump’s order banning transgender individuals from serving in the military. President Biden writes, “It is my conviction as Commander in Chief of the Armed Forces that gender identity should not be a bar to military service,” and emphasizes that transgender individuals hold no negative impact on the effectiveness of the U.S. armed forces. Legacy While the Supreme Court convenes inside to discuss if sexuality and gender identity are protected from employment discrimination, a rally forms outside. (Image Source: Bill Clark/CQ-Roll Call, Inc / Getty Images) While this timeline comes nowhere near to documenting the vast number of individuals who have experienced employment discrimination, it highlights some major instances and decisions. Not long ago, employment discrimination based on sexual orientation or gender identity was prohibited and recognized by the Supreme Court. However, this does not mean the struggle is over or that these biases no longer exist. References Bostock v. Clayton County . (n.d.). Oyez . Retrieved November 16, 2021, from https://www.oyez.org/cases/2019/17-1618 Dishman, L. (2018, June 11). A brief (and depressing) history of LGBT workers’ rights . Fast Company; Fast Company. https://www.fastcompany.com/40582182/a-brief-and-depressing-history-of-lgbt-workers-rights Executive Order on Enabling All Qualified Americans to Serve Their Country in Uniform | The White House . (2021, January 25). The White House; The White House. https://www.whitehouse.gov/briefing-room/presidential-actions/2021/01/25/executive-order-on-enabling-all-qualified-americans-to-serve-their-country-in-uniform/ Executive Order on Preventing and Combating Discrimination on the Basis of Gender Identity or Sexual Orientation | The White House . (2021, January 21). The White House; The White House. https://www.whitehouse.gov/briefing-room/presidential-actions/2021/01/20/executive-order-preventing-and-combating-discrimination-on-basis-of-gender-identity-or-sexual-orientation/ Supreme Court Delivers Major Victory To LGBTQ Employees . (2020, June 15). NPR.org. https://www.npr.org/2020/06/15/863498848/supreme-court-delivers-major-victory-to-lgbtq-employees What is Employment Discrimination? | U.S. Equal Employment Opportunity Commission . (2021). Eeoc.gov. https://www.eeoc.gov/youth/what-employment-discrimination

< Back to School Policy Hub Myths About Gender-Affirming Care There are numerous myths, falsehoods, and flat-out lies being used to justify anti-trans legislation and attacks against gender-affirming care . In this post, we take a look at some of the most common myths and explain what they get wrong. "De-transitoning is common." "Transitioning does more harm than good." "Kids are too young to understand gender." Myth 1: "De-transitioning is common." The desire to de-transition after gender-affirming care, particularly surgery, is rare. Many studies find that only about 1% of those surveyed regret transitioning. This means fewer adults regret transitioning than regret getting breast implants or plastic surgery. De-Transitioning Among Youth The Trans Youth Project is a recent study from 2017 to 2022. Its purpose was to provide the first estimates on retransition within trans youth. The sample size included 317 initially binary trans youth between the ages of 3 and 12. Over five years, the youth participants and their parents reported data on their current gender identity. The results found that by the end of the study, 94% of the children continued to identify with their binary trans identity. Another 3.5% later identified as nonbinary, and only 2.5% of participants identified as cisgender. Myth 2: "Transitioning does more harm than good." Some claim that puberty blockers lead to side effects like infertility and abnormal social and mental development. In reality, there is no substantial evidence backing these claims. The only way puberty blockers interfere with fertility is by pausing the production of sperm or eggs. However, it is not permanent, and production can start again by stopping treatment. Puberty blockers have been shown to have positive effects, such as reducing suicidality in trans people. Myth 3: "Kids are too young to understand gender." It’s also falsely believed that children are too young to understand something as complex as gender and what they identify as, or that being trans is “just a phase.” Although many children and adolescents go through phases and explore their identities, the notion that they’re completely clueless is false. Most children can identify their own gender by age 3. As they continue to socialize, they’re able to recognize the disconnect between their actual gender and the one they were assigned. It’s common for trans people to have dysphoric thoughts at an early age– most dysphoria occurs by the time they’re 7 years old. References 20220420-gender-dysphoria-press-release | Florida Department of Health . (2022, April 20). Florida Health. https://www.floridahealth.gov/newsroom/2022/04/20220420-gender-dysphoria-press-release.pr.html Branigin, A. (2022, April 20). Florida memo on gender dysphoria contradicts leading medical guidance . The Washington Post. Retrieved August 3, 2022, from https://www.washingtonpost.com/politics/2022/04/20/florida-gender-dysphoria-memo/ Caputo, M. (2022, June 3). DeSantis moves to ban transition care for transgender youths, Medicaid recipients . NBC News. https://www.nbcnews.com/politics/politics-news/desantis-moves-ban-transition-care-transgender-youth-medicaid-recipien-rcna31736 Children and gender identity: Supporting your child . (2022, February 23). Mayo Clinic. https://www.mayoclinic.org/healthy-lifestyle/childrens-health/in-depth/children-and-gender-identity/art-20266811#:%7E:text=Most%20children%20typically%20develop%20the,gender%20by%20age%203%20years. Fenway Health. (n.d.). Puberty-Suppression-Risks-and-Benefits-English.pdf . https://fenwayhealth.org/wp-content/uploads/Puberty-Suppression-Risks-and-Benefits-English.pdf Most Gender Dysphoria Established by Age 7, Study Finds . (2020, June 16). Cedars-Sinai. https://www.cedars-sinai.org/newsroom/most-gender-dysphoria-established-by-age-7-study-finds/ Olson, K. R., Durwood, L., Horton, R., Gallagher, N. M., & Devor, A. (2022, July 13). Gender Identity 5 Years After Social Transition . American Academy of Pediatrics. https://publications.aap.org/pediatrics/article/150/2/e2021056082/186992/Gender-Identity-5-Years-After-Social-Transition?autologincheck=redirected O’Neil, T. (2022, July 11). California ex-trans teen backs Florida ban on Medicaid funds for transgender medical interventions . Fox News. https://www.foxnews.com/health/california-ex-trans-teen-backs-florida-ban-medicaid-funds-transgender-medical-interventions Turban, J. L., King, D., Carswell, J. M., & Keuroghlian, A. S. (2020). Pubertal Suppression for Transgender Youth and Risk of Suicidal Ideation. Pediatrics , 145 (2), e20191725. https://doi.org/10.1542/peds.2019-1725

< Return to Open Positions Analyst We recommend reading more about our task forces before starting your application. Please select the following option below: Analyst Position Title Please select the requested option Want to apply for a different position? Click here to browse what's available. Have a question about open positions? Contact us at: careers@prismfl.org PRISM relies on the dedicated contributions of volunteers to further its initiatives. Analysts gather and interpret data in PRISM’s research programs. This is an unpaid volunteer position. What you get: An opportunity to make a difference in the LGBT community, improve your leadership skills, a chance to make an impact, and a new experience to add to your resume Responsibilities : Gather information and data related to specific research programs Compile data into interpretable trends and correlations Qualifications : Experience with data analysis/statistical reporting Exposure to LGBT issues, sexual health/public health, or gender and sexuality PRISM is an Equal Opportunity Employer. We will consider applicants for this position without regard to race, color, religion, creed, ethnicity, national origin, sex, age, gender identity or expression, sexual orientation, marital status, HIV and/or STI status, disability, genetic information, veteran status, or any other status or condition protected by applicable federal, state, or local law. Women, people of color, LGBTQ+ people, young people, and members of other historically disenfranchised populations are strongly encouraged to apply. Next

< Back to School Policy Hub Contraception What is Contraception? Contraception is the use of artificial methods to prevent pregnancy when engaging in sexual intercourse. Type of Contraception Contraception can be broken into five main types: Condoms Diaphragms Cervical Caps Birth Control Intrauterine Devices (IUDs) Implants Sterilization You can click on any of these to find out more information. The Importance of Contraception Contraception can prevent unwanted pregnancies. Using contraceptive methods allows you and anyone you have sex with to determine when you have children, how many you want to have, and when to stop having children. Barrier methods protect you from STIs. Barrier methods, such as condoms and dental dams , are extremely effective in protecting you from a host of sexually transmitted infections. Learn how to talk to your partner about using contraception.

< Back to School Policy Hub Homosexuality in Medieval Europe The Church and Gay Sex Laws on Homosexuality Female Homosexuality Medieval Homosexuality Sources Central Europe, 919-1125 CE (University of Texas Libraries: Perry-Castañeda Library Map Collection) Medieval times, also called the Middle Ages, describe the period after the fall of the Western Roman Empire (around 500 CE) and before the Renaissance (1500s). Since there was no unified government or state, the Catholic church became the main source of authority in Europe. Later, homosexuality was largely viewed and upheld by society as a sin. The Medieval Church and Sex The medieval owner of these manuscripts censured certain sexual acts. (J. Paul Getty Museum) The connection between sexual deviancy and homosexuality by the church wasn’t really pushed until the later, or “High”, Middle Ages. Individual cases of homosexuality were often overlooked in day-to-day life in the earlier Middle Ages. The distinction was not really between gay and straight but between reproductive and non-reproductive sex. The medieval church only sanctified exclusive and procreative marriages, meaning “opposite-sex” activity that was not for reproduction, was also not considered acceptable. However, as the church began facing criticism from scholars, they became increasingly concerned with preventing scandals that could diminish their authority. There was the theologian Peter Damian, who coined the term “sodomy” in the 1000s in relation to clerical homosexual relationships. (However, this term was used for any non-procreative sexual acts.) He wrote an entire book addressed to Pope Leo IX about the “corruptions” (including homosexual relations) within the church and monastery, calling for a reformation. Pope Leo IX responded by promising action against those who committed “crimes against nature.” Another theologian, Thomas Aquinas, also used the discourse of “nature” to cast any non-reproductive sex as sinful. So, the church eventually began targeting homosexuality and enforcing stricter discipline in monasteries. Medieval Laws on Homosexual Relations Artist depiction of the torment of unchaste monks and nuns. (J. Paul Getty Museum) These reform movements led to the development of specific laws towards homosexuality, therefore expressing “authoritative” views toward it. There was a large increase in municipal (city) laws regarding homosexuality. The actual prosecution of same-sex activity often wasn’t in royal or ecclesiastical (church) courts but in urban cities. Many towns, especially in Italy, legislated about homosexual acts. These called for various punishments, including maiming, death, fines, or exile. The cities of Lucca, Venice, and Florence even created special legal structures in the 1400s to manage sodomy accusations. Still, there weren’t many actual prosecutions for same-sex activity. Medieval Female Homosexuality There is even less recorded evidence of female homosexuality in Medieval Europe than in Ancient Europe. Some historians theorize that this is because their homosexuality did not prevent them from bearing children to legal husbands and also because of the general misogyny of the times. Medieval Homosexuality Sources It’s important to note that we don’t have many surviving sources to reconstruct the experience of medieval homosexuals. Homosexual images in medieval texts and artifacts are few and far between. Most texts dealing with homosexuality are related to clerics and/or are found in homophobic contexts, often in the form of legislation. Therefore, what little we know about homosexuality in the Middle Ages is very broad and often with a negative connotation. References Cheng, D. (2017) Homosexuality in High Medieval Europe: Reformist Thought and its Effect on Queer Subculture, JUST, Vol. V, No. 1. https://ojs.trentu.ca › ojs › just › article › view Damien, P. (1982). Book of Gomorrah: An Eleventh-Century Treatise Against Clerical Homosexual Practices. (P. Payer, Trans. And Intro.). (Original work published 1051.) https://books.google.com/books?id=hr4VAAAAMAAJ&printsec=frontcover&source=gbs_atb#v=onepage&q&f=false Karras, R. M. (2012). Sexuality in Medieval Europe: doing unto others . Routledge. Karras, R.M. (2020) The Regulation of “Sodomy” in the Latin East and West, Journal of The Medieval Academy of America: Speculum: Vol. 95: Iss. 4. https://www.journals.uchicago.edu/doi/10.1086/710639 Lacopo, F.P. (2016) Medieval Europe and the Culture of Contempt in the Age of the Lateran Councils, Grand Valley Journal of History: Vol. 4: No. 2, Article 1. https://scholarworks.gvsu.edu/gvjh/vol4/iss2/1

Learn all the ins and outs of gender identity and sexuality. < Return to Learn Gender & Sexuality Perfect just the way you are Learn all the ins and outs of gender identity and sexuality Sexuality Sexual Orientation Basics Learn all about sexuality. Learn More Bisexuality Attraction to more than one gender—it's that simple! Learn More Lesbian Women who love women, or is there more to it? Learn More Pansexuality Attraction to all gender or regardless of gender. Learn More Gay Same-gender attraction. Learn More Asexuality and Aromanticism Little to no sexual or romantic attraction. Learn More Gender Sex Vs Gender Sex and gender are very different things, and here's why. Learn More Gender Norms Learn about societal expectations of gender. Learn More Myths About Gender-Affirming Care We break down common and just plain inaccurate myths. Learn More Transgender When your gender doesn't align with the one you were assigned at birth. Learn More Pronouns 101 What's a pronoun? Learn that and more. Learn More Outdated Trans Terms Things you should not say to or call trans folx. Learn More Non-Binary Gender identities that don't fit into the boxes of male or female. Learn More Gender-Affirming Care Learn about both medical and non-medical forms. Learn More Coming Out Coming Out Tips Coming out can be scary, but we've got you covered. Learn More The Importance of Being Out and Proud Live and love our authentic selves! Learn More How to Respond to Someone Coming Out Tips for respectfully responding to someone's coming out. Learn More Respecting LGBTQ+ Boundaries It's important not to diminish someone's coming out journey. Learn More Where to Find Support Resources to remind you that you're not alone. Learn More

Do you love design? Are you great at public speaking? Maybe your passion is educating others. Whatever it is, there's a place in PRISM for everyone. < Return to Get Involved Task Forces The six pillars of our initiatives PRISM's work takes place in six task forces. Click any of them below to learn more and see how you can get involved! Research Surveys, data collection, and data analysis Outreach Events, awareness, connection-building Content Creation Content writing, graphic design, videography Fundraising Grant writing, fundraisers, promotions BIPOC Advocates Accountability, advocacy, racial justice Policy Grassroots activism at every level of politics

< Back to School Policy Hub Outdated Trans Terms Transgender terminology and how it was used as little as a decade ago can now be considered outdated, misinformed, or just plain offensive. That’s why it’s important to stay educated on how certain words and phrases affect different parts of the LGBTQ+ community. You may think this isn't a big deal — they're just words, right? But remember, words have power! Those trying to tell you otherwise are people who probably don't have to worry about words like these being used against them. Here's what not to say: Transgender as a noun/verb Be mindful that using transgender as a noun or verb is often used as a means to dehumanize trans folx. Instead, transgender should only used as an adjective (e.g., trans woman or trans man) Wrong "There are a lot of transgenders on the team." "Is she a transgender?" "He transgendered last year." Right "There are a lot of transgender people on the team." "Is she a trans woman?" "He transitioned last year." "Sex Change" Using “sex change” or “sex reassignment surgery” implies that someone who is trans must have surgery in order to transition properly. Instead, talk about it in terms of “gender-affirming” surgery . By the way, don’t outright ask a trans person if they have undergone surgery. It’s a private matter and should be treated with dignity. "Transvestite" “Transvestite” is an old term that often misrepresents trans people. Historically, it most commonly refers to cisgender men who dress in feminine clothing. Today, that community prefers the term “cross-dresser” and finds “transvestite” to be insulting. Defamatory terms, including “tranny” and “she-male” are highly inappropriate slurs, used to discriminate against and dehumanize trans people. "Transsexual" “Transsexual” is a term used to describe a transgender person who has undergone gender-affirming medical procedures. However, “transsexual” is not an inclusive umbrella term like “transgender” is, as it only describes a trans person who has undergone a surgical procedure to transition. Furthermore, it emphasizes "sex," or a person's genitals. But being trans is about gender, not sex, so "transgender" is far more appropriate. Here's the bottom line: Although some of the terminology mentioned may not be considered offensive to all trans people, it is important to understand the potential impact words may have. Discrimination is not defined by the intent of the speaker, but by the effect it has on the listener. Change begins with you, and adapting your language is the first step to bringing about that change.